DiSC® Test
DiSC Profile Test and DiSC Styles
Early History of The DiSC Profile Test
William Moulton Marston developed a theory to explain how healthy people responded emotionally to various stimuli. He wanted to help people understand the emotions that they felt were actually quite normal when there may have been a natural inclination to feel ashamed about them. We might be different from someone else, but that’s perfectly normal. Marston never used his theory to label individuals as a specific type. He believed that each person projects a greater intensity and frequency of behaviors of one or two styles. Marston thought that by understanding how our emotional responses adapt to the demands of people, situations and society expectations, we could evolve into healthier people who were better-equipped to realize true happiness in our personal and professional lives.
In 1928, Marston published his findings in a book entitled The Emotions of Normal People, which was the foundation of what we call DiSC. Marston identified four primary emotions which we know today as Dominance, influence, Steadiness and Conscientiousness; that show from DiSC Testing. Marston devised a system to understand and describe human behavior, but he never developed a test or assessment tool that would measure human behavior. From these humble beginnings, the DISC Testing has grown to become one of the most widely used personality assessment tools in the world. The DiSC Test is an interpersonal tool to help individuals understand themselves and other people, and the distance between them both.
When you take a DiSC Test, you will have to answer a series of questions or statements. If you take the traditional DiSC Test, you will respond to a force choice questionnaire selecting words that are most like you and least like you. If you take the newest Everything DiSC Test, you will indicate the degree to which you agree to a statement on a five point scale. The report teaches you about your DiSC style and provides information on your priorities, tendencies, needs and strategies to increase your effectiveness. All this from DiSC Tests.
What Will You Learn from The DiSC Profile Test
You will learn more about your strengths and weaknesses. It is not a test, so there are no right or wrong answers, no good or bad results, and no DiSC style is better than another. DiSC Tests provide a common, non-judgmental language for exploring behavioral tendencies and help you understand why you act the way you do.
You will learn better ways of responding to and dealing with conflict, and also learn exactly what motivates you. At the same time, the test will show you what sort of things stress you, and how you can adapt to prevent this from happening. Learning to adapt to stress can result in more successful interactions, and a more effective workplace. You will learn how to adapt your behavior to meet the needs of others. People who understand their strengths and limitations are able to adapt to the needs of others and the needs of their environment in ways that lead to maximum effectiveness. People who self-manage are capable to becoming peak performers. Understanding yourself better is the first step to becoming more effective when working with others. Using the DiSC Profile Test to learn about the DiSC styles of other people can help you understand their priorities and how to connect better with them.
The DiSC Test and DiSC Styles
The D stands for Dominance
Those high in Dominance ask “what” and they want to get it done. Within Dominance their priorities are all about achieving immediate results, taking action. Someone with a high level of dominance also knows how to challenge themselves as well as other people. They are motivated by power and authority, competition, winning and success. They feel valuable if they are strong and if they achieve. They fear loss of control, being taken advantage of and vulnerability. They may appear to be insensitive, impatient and have a lack of concern for others. You will notice self-confidence, decisiveness, directness, forcefulness, risk taking and highly competitive. When communicating with the Dominance style, be brief and to the point, let them take the lead and respect their need for authority. 
The i stands for influence
Those high in influence ask “who” and they want recognition. Within influence, the priorities are all about influencing other people and expressing their emotions. They prioritize expressing enthusiasm, taking action, and encouraging collaboration. They are motivated by social recognition, group activities, and relationships. They feel valuable if people like them or if people pay attention to them. They fear social rejection, disapproval, loss of influence or being ignored. They may appear to be disorganized, impulsive and lack follow-through. You notice enthusiasm, optimism, sociability and charm. When communicating with the influence style be relaxed and social, let them tell you how they feel and give them recognition.
The S stands for Steadiness
Those high in Steadiness ask “how” and want to get along. With Steadiness, it is all about cooperation with other people and dealing with existing circumstances. They prioritize giving support, maintaining stability and enjoying collaboration. People with high Steadiness are generally very patient and great team players. They are motivated by stable environments, sincere appreciation, cooperation and opportunities to help. They feel valuable if they help s and are useful to others. They fear a loss of stability, change, loss of harmony and offending others. They may appear to be indecisive, overly accommodating and have a tendency to avoid change. You will notice a calm and methodical approach, patience, stability, a good listener and humility. When communication with the Steadiness style take time to provide clarification, avoid being aggressive or confrontational, be systematic and show sincere appreciation.
The C stands for Conscientiousness
Those high in Conscientiousness ask “why” and want to get it right. Within Conscientiousness, it is all about quality and accuracy. They prioritize challenging assumptions, thinking analytically, maintaining stability and ensuring accuracy. They are motivated by attention to quality and detail, opportunities to use their expertise and clearly defined performance expectations. They feel valuable if they are right, self-sufficient and competent. They fear criticism of their work, slipshod methods, and being wrong. They may appear to be overly critical of themselves and others, indecisive because of desire to collect and analyze data and isolated. You will notice precision, analysis and behavior that is cautious, diplomatic, reserved, and quiet. When communicating with the Conscientiousness style be tactful and reserved, precise and focused.
